0:00

who are you and why are you here

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these existential questions could keep

0:04

you busy for a lifetime but if we narrow

0:07

our focus to the workplace we can arrive

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at some clarity of purpose and personnel

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in this lifetime how by using

0:14

personality assessments to better

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understand our employees our teams and

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ourselves hr pros can address some of

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the deepest issues impacting retention

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so in this episode of hr party of one

0:25

we'll cover personality assessments

0:26

beyond the hiring process including what

0:28

they are and how you can use them to

0:30

improve retention in your organization

0:33

by the end you'll have a better

0:34

understanding of how to better

0:36

understand your people

0:38

we'll discuss what are personality

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assessments

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how personality assessments can improve

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retention

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and how to use popular personality

0:46

assessments for retention let's dive

0:49

right in

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what are personality assessments

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the term personality assessment can

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refer to a field of psychology that

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according to the american psychological

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association involves the

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administration's scoring and

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interpretation of empirically supported

1:05

measures of personality traits and

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styles it can also refer to the tests

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used in the field

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although i'll primarily refer to

1:13

personality assessments in the context

1:15

of tests i want to emphasize how

1:17

rigorous the field of psychological

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study and practice is

1:21

most hr pros are not trained

1:22

psychologists nor should they be but we

1:25

do need to appreciate what these tests

1:26

can measure what they cannot and how to

1:29

interpret the results

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many recruiters use personality tests

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like the myers-briggs type indicator and

1:35

the disk assessment in their hiring

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process to get a snapshot of the

1:38

candidate to make a quick judgment of

1:40

their character or to predict their

1:42

future performance but what if the test

1:44

was not designed to measure all of those

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things for example the myers and briggs

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foundation claims while the assessment

1:50

may help people understand themselves

1:52

and how to interact with others it is

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not ethical to use the mbti instrument

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for hiring or for deciding job

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assignments in other words any testing

2:01

used by recruiters to make such

2:02

important decisions should be both

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reliable and valid yielding consistent

2:06

and accurate results in order for

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recruiters to administer and interpret

2:10

them in a way that is both effective

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part of a holistic process and

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non-discriminatory

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a personality assessment should not

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become the deciding factor in hiring if

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you're interested in learning more about

2:22

how to use recruiting assessments check

2:23

out our recent episode of hr party of

2:25

one on the topic i'll link to it in the

2:27

description

2:28

even though the hiring process is the

2:30

only time many managers use personality

2:32

assessments their use is much better

2:35

suited to improving team dynamics

2:37

conflict resolution and performance

2:39

management that is their excellent

2:41

retention tools

2:43

how personality assessments improve

2:45

retention

2:47

essentially retention is about

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understanding your employees and

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respectfully engaging with them based on

2:52

that understanding

2:54

with that goal in mind personality

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assessments are an efficient and

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effective way to help you better

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understand your employees

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for example certain tests can tell you

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what workplace environment a particular

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employee might thrive in if they work

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well under pressure how will they work

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on a team and so on in this way

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personality assessments can help

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managers better coach their employees

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but keep in mind that personality

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assessment should not be used at will to

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jump to conclusions that only confirm a

3:20

particular manager's unconscious biases

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rather hr should select empirically

3:25

supported measures of personality traits

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and styles and train managers on how to

3:29

interpret the results and responsibly

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act on them

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managers should refer to personality

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test results reports before reorganizing

3:36

responsibilities on the team or before

3:38

having a difficult conversation with the

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direct report that's why if the

3:42

assessment tool does not provide a

3:44

results report i would not recommend

3:45

using that test personality assessments

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are not only helpful for one-to-one

3:50

coaching but also for personalizing

3:52

training rewards and perks

3:54

hr can tailor their offerings to better

3:56

fit the needs of their particular

3:58

workforce which is key to retention

4:00

after all if you offer benefits and

4:02

training that your staff doesn't need or

4:04

want it's a waste of your organization's

4:06

resources and can even alienate workers

4:08

who may feel unseen and unheard

4:11

one more consideration

4:13

using personality tests as a part of a

4:14

holistic hiring process can actually be

4:17

a great retention tool too since hiring

4:19

managers can use them to make better

4:21

decisions about who would be a better

4:22

fit for the team and for the

4:24

organization

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now let's take a look at how you can use

4:27

a few of the most popular personality

4:29

assessments for retention

4:32

how to use three popular personality

4:34

assessments for retention

4:37

to give you a better idea of how

4:39

personality assessments can improve

4:40

retention i want to cover a few of the

4:42